1. Search Committee Composition
- Select members on the basis of the skill and judgment they can contribute to the search process, not solely because they represent a particular constituency.
- Limit committee size to facilitate scheduling meetings and making timely decisions.
2. Search Committee Chair's Responsibilities
- Clearly articulate the specific charge to the committee (e.g., is the committee to select a candidate or to recommend a list of candidates?)
- Oversee record keeping; maintain the official record of all committee activities, and ensure all committee members sign a
- Manage search committee business so that the committee can conduct its work effectively and efficiently.
- Serve as the official spokesperson for the committee.
- Communicate expectations for committee conduct to members of the committee.
- Mediate conflict.
- Identify, and where appropriate, contact resources that may assist the search committee, including the Office of General Counsel and the Affirmative Action Officer in Human Resources
3. Logistics and Protocol
- All members must keep committee business confidential. Candidate names or information should not be shared with those outside Bentley and should never be shared with other candidates.
- Early in the process, decide how screening and selection decisions will be managed (e.g., committee members will assign points which will be tallied at the end; majority voting will occur; the committee will strive for consensus, but the Committee Chair will be the final authority where consensus cannot be reached).
- Minutes should be maintained that accurately reflect committee deliberations and decisions.
- When the search is closed, minutes should be forwarded to Human Resources to be maintained in the Recruitment File.
5. Applicant Communication
- HR will notify applicants who have not been interviewed as soon as they have been eliminated from consideration, unless otherwise directed by the Chair.
- HR will send regret letters that are courteous and express appreciation for the applicants' efforts. to those candidates who are interviewed. Do not offer to keep application materials on file.
- Direct questions about why an applicant was not selected to the Human Resources Department.
- Notify candidates if the search process is delayed or takes longer than expected.
- As always, contact Human Resources if you have any questions about the Search process.
Last Revised: 6/29/2010